How Leaders Can Support Men’s Mental Health

Five tips for leaders to support men’s mental health in the workplace

Did you know that each year 7 million Canadians will experience a mental health challenge? While women are more likely to experience mental health concerns such as anxiety, men have significantly higher rates of addiction and suicide — males account for four of every five suicides in Canada.

Thanks to a growing movement to destigmatize mental health in our society, more and more people are feeling comfortable getting help and talking to others. However, due to societal pressures and stigmas, men are still less likely to openly discuss their mental health – an issue that permeates their personal lives, as well as their workplace satisfaction and performance.

Mental health and the workplace

The mental health of your staff has a direct impact on their performance, productivity, and job satisfaction. Each year, an estimated 20 percent of Canadian employees will miss more than three workdays as a result of depression, anxiety or other mental health concerns.

Mental health disorders cost the Canadian economy an estimated $15 billion each year — two-thirds of which is paid by employers.

Signs someone is experiencing mental health challenges

Men and women have very different symptoms when it comes to mental health challenges. Some of the most common signs that might indicate a male employee or colleague is experiencing a mental health concern include:

Anger, irritability, or aggressive behaviour
Lack of interest in hobbies once found enjoyable
Thoughts of suicide or suicide attempts
Engaging in high-risk activities like gambling or substance misuse
Lack of energy (eg. sleep disruption, fatigue etc.)

How to promote men’s mental health in the workplace

As a leader or manager, supporting the mental health of your team will help your people and organization thrive. Here are five ways to tailor how you can be an ally for men’s mental health at work.

1. Lead by example
As a leader, one of the most powerful things you can do is lead by example. Instead of emailing your team letting them know you are taking a sick day the next time you are stressed and overwhelmed, normalize taking a mental health day. By opening the conversation about mental health and creating an environment where staff feel empowered to be honest about their mental health, you will make them more likely to be open up if they are having mental health challenges.

2. Be an active listener
As a leader you should be meeting regularly with your team to discuss their workload. During this time, listen actively to what they are saying. Are you noticing signs of mental health concerns like inability to complete tasks or handle their average workload? Or perhaps changes in their demeanour? If so, you might say “I am hearing you are having some challenges, is there anything I can do to support you?”

3. Know your staff
There are many indicators for mental health challenges, such as decreased performance or change in behaviours. Knowing your staff on a more personal level through team-building events and regular check-ins will help you be more in tune with changes that might indicate a decrease in their mental health.

4. Point staff to resources
If you notice someone on your team is going through some possible mental health concerns, make sure all staff are aware of the resources available to them. For example, your work might have extended mental well-being benefits which offer convenient, timely counselling, coaching or other types of mental health support.

5. Talk to human resources
If you are concerned for the mental health of one of your team members, talk to human resources about strategies you can employ to support them. A human resources professional is trained to help in all matters that relate to employees and their overall satisfaction and performance in the workplace.